Narcissistic Leaders: The Incredible Pros, the Inevitable Cons

Narcissistic Leaders: The Incredible Pros, the Inevitable Cons

In the world of leadership, there are different types of personalities that emerge. One of these personalities is the narcissistic leader, who possesses both incredible pros and inevitable cons. Leaders like Jack Welch and George Soros are examples of productive narcissists. They have the audacity to push through massive transformations and leave behind a legacy. These leaders are risk-takers, charmers, and gifted strategists who can convert the masses with their rhetoric. However, narcissism can become unproductive when self-knowledge and restraining anchors are lacking. Unrealistic dreams and grand schemes can take over, leading to suspicions of self-involvement, unpredictability, and even paranoia.

Freud recognized three main types of personalities: erotic, obsessive, and narcissistic. The erotic personality type is not about sexuality but about the need for love and approval. They are dependent on those they fear will stop loving them. Many erotics are found in professions like teaching and social work. As managers, they are caring and supportive but avoid conflict and make people dependent on them.

Obsessives, on the other hand, are self-reliant and conscientious. They create and maintain order and make effective operational managers. They are constantly looking for ways to improve communication and resolve conflicts. Obsessives set high standards and effectively communicate instructions. They can be great mentors and team players, but they can also become narrow experts and rule-bound bureaucrats.

Narcissists, the third personality type, are independent and not easily impressed. They are driven by power and glory, always seeking to innovate and gain admiration. They are experts in their industries and go beyond it, asking critical questions and wanting to learn everything that affects the company and its products. Unlike erotics, they want to be admired, not loved. Unlike obsessives, they are not troubled by a strict conscience and can aggressively pursue their goals.

When it comes to leadership, narcissists often fit the image of great leaders. They have compelling visions for companies and the ability to attract followers. They see the big picture and attempt to create the future. They believe that words can move mountains and inspire change. Narcissistic leaders are skillful orators, charismatic, and confident. But their need for adulation can have a corrosive effect. They become isolated, ignore caution and advice, and take flagrant risks that can lead to catastrophe.

Narcissistic leaders have a tendency to dominate meetings with subordinates and listen only to the information they seek. They are extremely sensitive to criticism and slights, often bruising easily. They cannot tolerate dissent and can be abrasive with employees who doubt them. This creates internal competitiveness and can lead to the departure of independent-minded players.

Succession becomes a problem for narcissistic leaders who don't want to change. They rely heavily on their spouses or close colleagues to keep them grounded. Sidekicks who act as anchors can help the narcissistic leader stay rooted in reality and accept new ideas. The best sidekicks are often productive obsessives who can show the leader how new ideas fit with their vision and serve their interests.

In conclusion, narcissistic leaders have incredible pros and inevitable cons. They possess the audacity to push through massive transformations and leave a lasting legacy. However, their lack of self-knowledge and restraining anchors can lead to unrealistic dreams and grand schemes. They can become isolated, sensitive to criticism, and have difficulty accepting dissent. To ensure the success of narcissistic leaders, organizations must provide support and guidance while keeping them grounded in reality. Here are three actionable pieces of advice for dealing with narcissistic leaders:

1. Encourage self-reflection and self-awareness: Help narcissistic leaders understand their strengths and weaknesses, and encourage them to seek feedback from others. This will help them develop a more realistic view of themselves and their impact on others.

2. Foster a culture of collaboration: Create an environment where dissent and differing opinions are valued. Encourage open dialogue and constructive criticism. This will help narcissistic leaders learn to listen to others and consider different perspectives.

3. Provide mentoring and coaching: Pair narcissistic leaders with mentors or coaches who can help them develop their leadership skills and keep them grounded. Mentors should be able to challenge their ideas and help them see the bigger picture.

By implementing these strategies, organizations can help narcissistic leaders thrive and avoid self-destruction or leading the company to disaster.